Job analysis for InterClean and EnviroTech merger in healthcare cleaning

Job Analysis Selection InterClean merged EnviroTech, a result, a strategic direction. The company longer sell cleaning products, provide full-service cleaning solutions organizations health care industry.

Job analysis and selection

As InterClean merged with EnviroTech, the resulting company is one with an increased operational complexity. Specifically, instead of simply selling cleaning products, the new firm would also be offering cleaning services to customers in the health care industry. This specifically means that the quality of the products and services delivered has to be of the utmost highest standards, in order to serve the extreme hygiene needs of the medical field.

In order for the company to succeed in its endeavors, it is necessary for it to adequately staff, train or otherwise manage the human resources. This necessity is pegged to the fact that the employees are the ones who create and sell the products, and also the ones who deliver the services. This means that they are the ones who represent the firm in its interactions with the customers. They are as such the ones able to create customer satisfaction and the return of the clients to repurchase the products and services, and as such ensure revenue sufficiency.

The middle manager comprehends this importance of the human resources and makes intense efforts to motivate and train the employees to fruitfully comply with their job specifications. The middle manager represents a combination of line manager as well as human resources manager. In other words, it is the scope and responsibility of the middle manager to implement the strategic decisions regarding production and service delivery, such as meeting deadlines, communicating with customers or ensuring a commodity sufficiency. On the other hand, as a human resources manager, the role of the middle manager integrates responsibilities in employee staffing -- such as recruiting and selection --, employee motivation, conflict resolution and so on.

A specific responsibility of the middle manager is that of planning the workforce. The process is complex and does not merely integrate the tasks and responsibilities of the employees, but incorporates specific overall organizational elements, such as the mission (Gross, 2009). In this order of ideas, the company's mission is that of becoming the best provider of cleaning services to the local health care industry. The brand the company would create as a cleaning service provider would help in consolidating the company's position as a vendor of cleaning products.

With this mission in mind, workforce planning comes to identify the primary stages of accomplishing the mission, and dividing the employees in accordance to the respective stages. In other words, in order to accomplish the mission of becoming the number one provider of cleaning services in the local health care industry, a threefold strategy would be implemented and it would be constructed on the following stages:

Adequate staffing

Management, and Products and pricing.

In terms of staffing, one person would be assigned to identify staffing needs and participate to the selection and hiring processes. The role would be assumed by the middle manager, who would continually collaborate with the employees in human resources. Two manager-like positions would be created for the employees, and these would report directly to the middle manager. They would serve as personal assistants to the middle manager and several responsibilities would be delegated to them, as each individual situation would require. At the generic level, the main responsibilities of the two assistant managers would be those of monitoring customer satisfaction and monitoring the functional details of the organizational operations. Finally, at the level of products and pricing, three individuals would be assigned with full responsibilities. They would be in charge of collecting information on the products, developing new products and improving the already existent ones, marketing and selling the products.

As it has been mentioned beforehand, the team would be formed from five staff members, plus the middle manager. The five team members represent two assistant managers and three products and pricing staffs. The assistant managers are represented by Jason Spears and Bradley Smith, both of whom have extensive expertise within the company and the cleaning industry. At the level of the product and pricing responsibilities, the three team members are represented by Hannah McKnee, Josephina Claus and Christian Andrews. These five employees were selected as part of the team due to a wide array of characteristics they incorporate. These characteristics can be divided into two specific categories -- common features and personal features.

In terms of the common features, these were sought in all individuals as they are perceived as necessary requirements, and refer to the following:

Ability to work in a team and as a team member. These skills include ability to effectively communicate, transfer knowledge, be fair-play and so on Extensive knowledge in the fields in which they operate, and Commitment and a high sense of accountability.

Aside from these, the employees were also selected based on the personal skills they owned. Jason Spears is for instance able to effectively communicate with people, to motivate them and to collect useful input; he possesses vast people skills. Bradley Smith is a strong planner and organizer, who continually assesses the situations and develops contingency plans. Hannah McKnee has been employed in various cleaning firms and possesses vast knowledge -- similar to a consultant. Josephina Claus is also a natural with people skills and Christian Andrews is a marketing guru.

At the level of team creation, the selection process has been based on the identification of the people who possessed the necessary skills and their approach. At a more generic level however, when the company is looking to hire new staff members, the selection process implemented by the middle manager is a combination of several employee selection techniques available in the specialized literature. The model is virtually revealed by the following:

The construction of a table with the necessary skills and the recruitment of the candidates which possess those skills